Impact of Organizational Change Initiaves on the Employee's Job Satisfaction:the Case of Nairobi City Council [MBA Thesis] PDF Download

Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 67

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Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 101

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Author: Eric Dei
Publisher: GRIN Verlag
ISBN: 3668008051
Category : Technology & Engineering
Languages : en
Pages : 104

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Master's Thesis from the year 2014 in the subject Engineering - General, grade: MERIT, Ghana Telecom University College (GRADUATE SCHOOL), course: Engineering Project management, language: English, abstract: The dynamism, especially in the Ghanaian market has forced players at all levels to consider competitive strategies such as business process re-engineering to rightly position them in the market. Also, the intense world-wide competition in today’s service industry motivates many companies to reengineer their old fashioned processes to achieve new heights of success. The study is therefore undertaken to investigate what could be the root cause employee resistance to change when deploying strategies such as Business process reengineering in Opportunity International Savings and Loans Ltd. The study was designed as a quantitative survey, with questionnaires as the means of data gathering. Using the simple random sampling method, the study selected 300 respondents from OISL, out of a population of 750. The simple random sampling method was used to avoid bias in the sampling and ultimately, the results. The study used the SPSS and Microsoft Excel to analyse the data. From the analyses of data, the study concluded that the principal causes of employee resistance were inadequate training, the perception that the change process is an imposition and the changes being inconvenient the daily routine of employees. In addition technical hitches and wrong timing leads to resistance to change. Using the ADKAR model, the study also concluded that employee involvement, communication and training are clearly the weaknesses of the change management methodology of the case study organization. The study also concluded that necessary support OISL management provide for employees during the implementation of business process re-engineering were far lower than the expectations of employees. The study therefore recommended that adequate training and development, democratization of the change process, better communication strategy to overcome resistance to change.

Author: Onesimo Sibhoko
Publisher:
ISBN:
Category : Employee morale
Languages : en
Pages : 206

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Author: Richard Dool
Publisher: VDM Publishing
ISBN: 9783836418010
Category : Business & Economics
Languages : en
Pages : 176

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The primary purpose of this book was to research the impact of stressors related to continuous change and persistent change initiatives, hypothesized as enervative change, specifically on the employee's level of job stress and job satisfaction. A matrix was developed to identity "change groups." The matrix represents four potential states of an organization (business as usual, reactive, adaptive and enervative) related to their change profile and levels of stress. The findings support the concept of enervative change. The enervative change group had the highest level of change initiatives, the highest level of personal impact by the change initiatives and the lowest level of job satisfaction. Further, the study supported prior studies that had found a direct inverse relationship between change, job stress, and job satisfaction and the studies that have identified stress frequency as the larger contributor to employee stress. Utilizing U.S. Military research into combat stress and the research into the adaptive enterprise, a new change management framework (C5) is proposed as means to offset the debilitating impact of enervative change on employee job satisfaction.

Author: Sanel Muranovic
Publisher: GRIN Verlag
ISBN: 3668312583
Category : Business & Economics
Languages : en
Pages : 17

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Seminar paper from the year 2015 in the subject Business economics - Business Management, Corporate Governance, grade: 1,00, University of Applied Sciences Vorarlberg, language: English, abstract: Change is the norm and flexibility is a requirement, so be prepared to deal with it. A very meaningful sentence nowadays. Organizations and companies all over the world are confronted with change and the question, how to manage it. Threatening external influences force organizational culture to arrange themselves with permanent change processes. Even if there are no evident problems brewing. Imminent external disruptions, like new competitors or technology, the own cost structure or economy depression, can take the organization by surprise too fast. One way to deal with change is to prevent problems that weren’t tangible but could arise from different change processes in- and outside the organization. This individual seminar paper is structured in by comparing the academically approach from well-known economics literature with an actual case study with a practical approach. In this context it is about a Harvard Business Review article of November 20th 2015 called “Getting Employees Excited About a New Direction” by Douglas A. Ready. The main goal will be to analyse the change process with a reference to different theories and perspectives following by a practical transfer with possible suggestions or solutions.

Author:
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Category :
Languages : en
Pages : 62

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While employee engagement is still a relatively new area of research, it has been found that engagement significantly predicts job satisfaction and employee commitment to the organization. The purpose of this study was to determine the effects of leadership styles on employee engagement within an international bank with substantial operations in Kenya. The study specifically aimed to answer the following: What is the effect of leadership styles on the employee?s beliefs about the organization and their work conditions? What is the effect of leadership styles on the employee?s feelings about the organization and work commitment? and what is the effect of leadership styles on the employee?s organizational citizenship behaviour? The study employed a descriptive survey design. The target population for this study consisted of 683 employees from the bank?s various units in its Head Office in Nairobi. A quota of 30% was established for each stratum within the bank from the five strata of: Service Line, Technical Systems Support, I.T. Helpdesk, Network Support and Data Centre. The study used stratified random sampling design where the researcher selected 205 respondents. A questionnaire was used as a sole data collection tool to collect primary data. The Inferential statistical method used was correlation and the descriptive statistical methods involved measures of central tendency; that is the mean. Statistical Package for the Social Sciences software (SPSS) assisted in data analysis. A multivariate regression model was applied to determine the relative importance of each of the variables within the engagement of employees. This study found that respondents were valued as individuals to a great extent (by a mean score of 4.06 out of 5). This study?s findings also noted that respondents agreed that the organization treats its employees with respect and dignity to a great extent (by a mean score of 3.92 out of 5). Finally, this study also established that respondents diligently observed the work rules and the code of conduct of the organization to a great extent (by a mean score of 4.42 out of 5). The researcher therefore, based on these findings concludes, that leadership styles do influence the employee?s beliefs about the organization and their work conditions. This was determined through the managers taking a real interest in the well being of the employees, who felt motivated in their daily duties and this made it easy for employees to spend ample time with their managers which improved their performance. The study also concludes that leadership styles do affect the employee's feelings about the organization and work commitment about the organization and work commitment. The study finally concludes that leadership styles affect the employee?s organizational citizenship behaviour. This study recommends that there is a need to have an entrenched training program within the organization geared towards building on employee beliefs about the organization and their work conditions from within the organization. The study also recommends that managers should use the most appropriate and effective leadership style that facilitates collective responsibility and consultative decision making with all stakeholders within the organization. Lastly, this study recommends that managers should also consider adopting transformational leadership and authentic leadership styles which, from research, have been found to be the most engagement-friendly leadership styles.

Author: Judith F. Vogt
Publisher: University Associates Incorporated
ISBN:
Category : Business & Economics
Languages : en
Pages : 264

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Author: Suzanne Rivard
Publisher: Routledge
ISBN: 1317467922
Category : Business & Economics
Languages : en
Pages : 425

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This new volume in the "Advances in Management Information Systems" series presents the latest cutting-edge knowledge in IT outsourcing. As part of the growing business trend to outsourcing various operations, IT outsourcing both determines the governance of a vital organizational function and influences the processes of exploitation and exploration in all other functions of an enterprise. In keeping with the mission of the "AMIS" series, the editors of this volume have framed the domain of research and practice broadly. "Information Technology Outsourcing" provides leading edge research on both the variety of decisions regarding the outsourcing of IS services and the management of the relationship with service suppliers.

Author: Jerald Greenberg
Publisher: Academic Press
ISBN: 1483274128
Category : Social Science
Languages : en
Pages : 519

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Equity and Justice in Social Behavior provides a critical assessment of the social psychological knowledge relevant to justice. This book illustrates how the broad concept of justice pervades the core literature of social psychology. Organized into 12 chapters, this book begins with an overview of the primary justice theories and identifies some of the focal issues with which they are concerned. This text then provides the necessary theoretical background for the study. Other chapters consider the various individual difference variables known to affect adherence to social justice norms. This book explains as well how the perceived causes of justice affect attempts to seek redress, and how actors and observers diverge in their perspectives about justice. The final chapter deals with the normative and instrumental interpretations that have been offered to explain justice behavior. This book is a valuable resource for social psychologists, social scientists, philosophers, political actors, theorists, and graduate students.